Tài liệu How to Develop Better Human Relations pdf

Guide to Retaining Employees
High Performing Groups vs. Low Performing Groups

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high performing groups
informal

experimental

action-oriented

high cooperation

low defensiveness

high levels of trust

little second-guessing

few trappings of power

high respect for learning

few rules and high flexibility

low levels of anxiety and fear

empowering of team members

little discounting or disparaging

failures seen as problems to solve

decisions made at the action point

people easily cross organizational lines

many informal problem-solving meetings

people pick up and correct the errors of others

trouble puts people into "problem-solving" mode

willingness to take risks and learn from mistakes

rank is right
little risk taking
formal relationships
privileges and perks
many status symbols
rules rigidly enforced
slow action/great care
much protective paperwork
decision-making done at top
high levels of fear and anxiety
your problem is yours, not ours
well-defined chain of command
learning limited to formal training
many information-giving meetings
trouble puts people on the defensive
little problem-solving below top level

crossing organizational lines forbidden
need to bury mistakes or whitewash them
carefully formulated rules and regulations
complaints and discomforts go underground



low performing groups

Content Author/Owner: Lisa Stilwell-LF
Last Revised on 7/03/00 by Lisa Miller-LN
Retention Limit: Until Superseded
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